NSW Environment Protection Authority

Case study

Strengthening workforce resilience during organisational change 

When organisational change is necessary, the risk is not only operational. It is human. 


The NSW Environment Protection Authority (EPA) needed to support employees through a period of change while maintaining morale, capability and service continuity. As a public sector regulator operating in a highly governed environment, the EPA required a structured approach that balanced scale, personalisation and compliance. 

Davidson Advisory partnered with the EPA to design and deliver a scalable, people-centred career transition programme. The objective was clear: reduce uncertainty, support informed career decisions and protect organisational performance during transition. 

The Challenge

The EPA faced three priorities at once: 

1.Provide meaningful support to employees   navigating uncertainty. 

2.Meet strict governance and privacy obligations within a public sector environment. 

3.Maintain operational stability and public confidence during organisational change. 


A standard outplacement model would not have addressed the complexity. The EPA needed an approach that offered broad access to practical resources, alongside confidential coaching for individuals requiring deeper guidance. The support also needed to reflect the organisation’s commitment to integrity, accountability and long-term responsibility to its people and the community.

What we did 

We implemented a structured Career Transition Programme grounded in Davidson’s five-stage framework:

Identity

Presence

Strategy

Focus

Healing

24/7 digital access for all employees 


All impacted employees received round-the-clock access to Davidson’s digital career transition platform, including: 

  • Guided resume development 
  • LinkedIn optimisation tools 
  • Structured job search modules 
  • Wellbeing resources 


Employees could engage at their own pace, with practical tools immediately available. 

Targeted one-to-one coaching for deeper support 


For nominated employees requiring additional guidance, we delivered structured coaching packages. These confidential sessions helped individuals clarify direction, strengthen interview capability and rebuild professional confidence. Coaching was provided across workforce levels, from frontline roles through to senior leaders. 

Governance-aligned and compliant delivery 


Every element of the programme aligned with NSW public sector governance, privacy and contractual requirements. This ensured the EPA could support its people while maintaining compliance and transparency. 

The impact

The programme delivered more than career documentation support. It created structure and stability during uncertainty. 


For employees, the framework provided clarity and practical next steps.
Rather than navigating change alone, individuals had access to structured guidance and professional coaching. This strengthened confidence and reduced ambiguity at a critical point in their careers. 


For leaders, the presence of a credible, externally delivered programme reduced pressure on internal teams.

Leaders could communicate change knowing structured, confidential support was in place. This helped maintain trust and reinforce responsible leadership behaviours  during transition. 


For the organisation, the scalable model supported continuity.

By combining broad digital access with targeted coaching, the EPA maintained workforce capability while navigating change. The structured approach reduced disruption to morale and supported organisational resilience during a sensitive period. 


Ultimately, this meant the EPA could continue focusing on its regulatory responsibilities and the communities it serves, even while managing internal change. 

A Structured Pathway Through Change

Workforce transition is not only about redeployment. It is about helping people regain direction, confidence and agency. 


By combining practical tools, evidence-based coaching and governance-aligned delivery, the EPA moved through a complex transition with greater certainty. The programme reinforced that change can be managed with clarity and care, without compromising accountability or performance. 



Through Davidson, the EPA strengthened workforce resilience while protecting operational stability and public trust. 

Planning workforce change?

Organisational transition carries risk, so if you are preparing for workforce change, we can design a clear, compliant and people-centred approach and contact you within one to three business days.